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PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration for eCompensation Manager Desktop

Appropriately compensating your employees is vital to maintaining the optimal talent within your organization.
PeopleSoft’s eCompensation Manager Desktop enables managers to administer compensation programs for workers, either individually or by configured groups, through compensation planning, processing, and allocation while also allowing managers to provide a view of compensation history to their workers.
Cycle-driven processing of multiple pay components is used for compensation planning, processing, and allocation. With integration to performance, you can easily calculate target compensation based on workers’ performance.

The eCompensation Manager Desktop Integration enables you to leverage new 9.1 features. Manager Self-Service has new manager transactions for planning and allocation and a manager alerts page with a compensation dashboard. Enhancements allow for integration to performance ratings and the ability to allocate various components of pay including stock and variable pay. Transactional metrics assist you in the decision making process. Usability is also significantly improved.

Why a Single Application Model is Better

The PeopleSoft-to-PeopleSoft approach when using PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations provides many benefits.

Consistent Employee Information
When you view or access your employee information, you want it to always look and function the same. Third party systems might display or manipulate your employee information differently than your PeopleSoft HCM system currently does, and that could impact overall usability.

Integrated Security
Security of your valuable data is vital in today’s business environment. Because the HCM 9.0/8.9 and Talent Management 9.1 applications share a common and integrated security strategy, maintenance of your security is eased and tighter security of your data ensured.

Maintaining Users and Roles
Granting your employees access to the appropriate applications and pages within those applications is easily handled in PeopleSoft applications through the assignment of users and roles. If you were to use a third party solution for your talent needs, you would have to maintain such access controls in two places, thereby increasing your workload and increasing the likelihood of out of synch access across the systems. Having a single application user and role structure minimizes your maintenance workload and ensures consistent application access across your entire system.

Quality User Experience
Oracle has dedicated much of their recent development efforts to increasing the usability of our applications. As you know, a quality user experience results in increased productivity, happier employees, and reduced support costs.

Standard Application Menus
Part of your organization’s overall productivity includes as much standardization of menus, navigational structure and navigational steps as possible. PeopleSoft’s common navigation approach across all of our applications ensures that your employees will not be slowed down by constantly encountering unfamiliar navigational patterns to the important application pages they need to get their work done.

Consolidated Related Content
Since you’ll be managing your core HCM functions and your Talent Management functions with identical technology, the related content across databases can be consolidated and used in all applications.

Talent Management applications enable you to understand your current workforce—what skills you have available and where they are being used. To best manage your business you must understand what skills are critical to your organization and how well people with those skills are performing. You must also anticipate where supply and demand for people, skills, or both are likely to be mismatched. PeopleSoft Talent Management applications provide that information and empower you to take action to achieve the optimal workforce for your organization.

Using our Talent Management 9.1 applications with your existing PeopleSoft HCM system provides you with the best in cutting-edge talent functionality. It also provides additional value to you, such as:

Oracle protects and leverages your existing significant investment in PeopleSoft.
•Industry-leading talent functionality provides best-in-class, enterprise level Talent Management.
•Integrated data and business processes provide talent integration throughout the entire employee lifecycle.
•Employee and business process data that’s structured similarly across all applications and releases.
•Talent Management 9.1 and your existing PeopleSoft HCM applications share the same technical foundation and supportability tools and processes which lead to easier maintenance and upgrade paths.
•Consistent single user interface and enhanced user experience results in increased user adoption and reduced training costs.
•Merged navigational structure eliminates the need to navigate outside of your PeopleSoft system to access talent applications. Consistent navigation patterns in a PeopleSoft-to-PeopleSoft integration eliminates the need to navigate to another system with different navigation.
•Your core employee data and talent profile data is maintained within a single system of record that is easily updated through self-service.
•A common security model enables single sign on, streamlines processes and reduces the cost of security maintenance.
•The ability to display useful (related) content across applications provides enhanced collaboration and more effective decision making.
•New PeopleTools 8.50 features such as drop down navigation, type ahead search, and hover over display enhance employee productivity.

•Unparalleled global functionality allows you to grow your business worldwide.

There are many compelling reasons to use our Talent Management 9.1 applications as an easily integrated part of your current PeopleSoft HCM system. As always, PeopleSoft is dedicated to providing our customers with the best user and total ownership experience in the enterprise applications business.

Peoplesoft Talent Management 9.1 Overview
Every organization wants the best Talent Management capabilities available today. Oracle’s PeopleSoft Talent Management 9.1 applications offer you those capabilities and allow you to enjoy robust Talent Management functionality while continuing to use your current PeopleSoft HCM installation. Also, our superior technology platform provides you significant productivity benefits and secures the future of your entire HCM enterprise.

► You can use our Talent Management 9.1 applications today without upgrading your existing PeopleSoft HCM system.
► When you use our Talent Management 9.1 applications, you also gain a tremendous amount of valuable functionality across your entire enterprise.
► Using our suite of Talent Management applications ensures optimal integration of your talent processes and data.
► With Talent Management 9.1, you secure the future of your HCM enterprise applications with a consistent overall system that will work well together both now and as you grow and enhance your organization’s operations.

PeopleSoft applications are architected with a common and consistent underlying technology that supports interoperability. Deep data and business process integration have always been a cornerstone of PeopleSoft’s applications. You can leverage this superior architecture to use our latest Talent Management 9.1 applications while continuing to use your other current core PeopleSoft HCM applications.

Oracle’s PeopleSoft application strategy and development teams consider Talent Management an integral part of our overall HCM strategy. As part of that strategy we have a very robust, long-term plan to ensure that you’ll see continued added value in our Talent Management and HCM applications. Other third-party vendors may also have a long-term strategy, but it can only be for a separate, standalone application. There is tremendous value in having your Talent Management solution included as an ongoing part of your HCM system’s long-term future.

PeopleSoft Global Payroll for Australia Feature Overview
PeopleSoft Enterprise HCM Cumulative Feature Overview
PeopleSoft Global Payroll for Australia Cumulative Feature Overview

•Earning types are paid, taxed, stored, and managed correctly. With earnings we supply you can routinely calculate regular pay, overtime and shift earnings, calculate minimum and maximum hourly rates and earnings limits, calculate earnings based on other earnings, have earnings reduce from regular earnings, calculate rolling average earnings and create earnings deduction paybacks, select hours for holiday earnings, and schedule earnings using generation control. System also caters to the retro processing need to apply a different tax rate to retro pay for periods more than 12 months earlier than the payment date of the retro pay.
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Delivered functionality that is generic and enables you to create the deductions you require. This enables you to use the delivered functionality combined with the core functionality to control the deduction process in the Global Payroll application. You can manage all facets of deductions, from initial deduction setup through to deduction processing through payroll calculation.

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Delivered tax calculation functionality for Payee Tax Information, Tax Calculation Rates, Pay Entity Information, Tax Deduction Calculation, and the TFN Declaration Report.

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Administers payroll tax amounts based on the legislative requirements of the State Revenue Offices. This feature provides a report you can use to calculate your State Payroll Tax liability.

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Meets the requirements for superannuation by providing a number of deductions. The calculation rules associated with each deduction reflect a particular type of superannuation

deduction such as tier-based deduction or a percentage deduction based on employee contributions (matching).
•Functionality for Net-to-Gross calculations, or “gross ups”, that is required when you want to pay a payee a specific net amount.
•Banking process brings together payroll data, pay entity source bank data, and payee or recipient bank data. The EFT file creation process extracts data compiled by the banking process according to the type of EFT file that you are creating, merges it with data provided by the Australian country extension, and creates the file for transmission. This feature satisfies the Australian Taxation Office requirements to submit PAYG tax amounts withheld by employers by EFT.
•Templates are at the center of the payslip solution for Australia. You set up templates to create payslips that display the data that you want in the format that you want.
•Building on the Global Payroll general ledger interface, the Australian country extension enables you to link journal types to GL groupings so you can report by journal type, calculate accrued salary and leave liability, report leave liability and history, calculate state payroll tax liability, and run the GLI or QSP processes.
•Balance Group ID field performs the same function that Employee Occurrence previously performed. It enables, for example, employees to have two tax balances if they are terminated and rehired within the same financial year.
•Provided 17 Absence Entitlement elements and 14 Absence Take elements to demonstrate how Global payroll can process typical leave requirements in Australia. They cover annual leave, long service leave—including Federal Government (OGO), sick leave, and other leaves such as maternity leave, jury service, and workers compensation.
•To manage terminations we provide a termination section that comprises a single formula, 19 earnings elements and a single deduction. Between them they ensure all your legal obligations are met and give you the flexibility to make changes to suit your business practices.
•Integration of Salary Packaging with your Human Resources and Global Payroll systems enables you to enter actual expenditures against a budgeted salary package.
•End of Year processing includes:
􀂃Setting up earnings and deduction categories to control where earnings and deductions appear on the payment summary.
􀂃“Collecting” FBT-liable earnings and manually adjusting as required. This includes reporting FBT for employees who terminate in the gap between the end of the FBT and tax years.
􀂃Generating payment summary data, creating the electronic file, printing payment summaries, and generating exception and reconciliation reports.
􀂃Separating eligible termination payment data. If the system detects Lump Sum C, Eligible Termination Payments (ETP) during the Create Payment Summary process, it stores the data separately.
•All of your reporting requirements for the local market are satisfied.

PeopleSoft Enterprise HCM Cumulative Feature Overview
PeopleSoft ePay Cumulative Feature Overview
ePay

•Employees can quickly and easily access their leave balances. This self-service feature enables employees to go online anytime and view current leave balances and balance details.
•Transactions added to ePay application to provide self-service functionality to employees who are paid through the Global Payroll application. These include Updating Bank Account Information and View Payslip.
•Japanese names appear in the LastName FirstName format in self-service pages.
•Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues.
•Transaction to support the Global Payroll for Japan Year-End Adjustment (YEA) process.
•Features make it easier for payroll managers to manage and process payroll as a result of employees being able to view their payslips online.
•Distribution Instruction Details page has text that informs employees how to set their net pay elections.
•Enhanced View Paycheck transaction for customers who use Payroll for North America and ePay. Paycheck creation processes using XML Publisher enables you to create paychecks that can be printed and displayed in self-service in PDF format.
•Self-Service Paycheck is PDF Format enhances the existing View Paycheck functionality to display YTD hours and amounts on each paycheck, defer the display of checkins within self-service to a day specified by the administrator, and provide PNA/ePay customers with self-service paychecks in PDF format. In addition, we deliver paycheck report templates that customers can modify, to add their company logo, for example.
•Online view of self-service paychecks and year-end forms for payroll administrators.
•Enhanced Payroll for North America and ePay functionality so that employees can access an electronic version of their W-2 and W-2c forms or T4 and T4A forms. This allows the employee to print or reprint year-end forms through self service.

PeopleSoft Enterprise HCM Cumulative Feature Overview

PeopleSoft

eDevelopment
Cumulative Feature Overview

eDevelopment

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Japanese names appear in the LastName FirstName format in self-service pages.

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Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues.

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Competency Self-Evaluation was enhanced to make use of the configurable self-service approval process control feature.

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Request Training transaction makes use of the configurable self-service approval process control feature.

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XML Publisher tool enables employees to view and print a formatted profile document in Word or PDF.

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Employees can view and edit their existing person profiles, and create new profiles. Managers can create, view, and update the person profiles for their team.

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Depending on profile approval configuration, managers use the Approve Profiles option to review changes to their employees' person profiles that require approval, and approve or deny the changes.

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Employees can view the approval status of profile changes that they have submitted for approval and view the history of profile approvals.

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Interest lists enable employees and managers to identify jobs that are of interest to the employee.

PeopleSoft Enterprise HCM Cumulative Feature Overview
PeopleSoft eCompensation Manager Desktop Cumulative Feature Overview

eCompensation Manager Desktop

•Japanese names appear in the LastName FirstName format in self-service pages.
•Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues.
•Request Salary Change transaction replaces the individual employee salary change and the group salary change without budget transactions.

PeopleSoft Enterprise HCM Cumulative Feature Overview
PeopleSoft eCompensation Cumulative Feature Overview

eCompensation

•Japanese names appear in the LastName FirstName format in self-service pages.
•Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues.

•(FRA) Agreement Personalization enables employees to view details of agreements for which they are eligible. Employees can also select the investment method for their funds, if multiple investment methods are defined for the agreement, and select the interest payment option (immediate or reinvest).
•(FRA) Profit Sharing Entitlements allows employees to view details of their personal profit-sharing amount once these have been calculated and finalized. If the agreement has an investment method of Company Investment, employees can also request release of part or all of their entitlement.

PeopleSoft Enterprise HCM Cumulative Feature Overview
PeopleSoft EBenefits Cumulative Feature Overview

eBenefits

•Life Events Rules page to set up the rules to control whether the system immediately updates the database with marital status and dependent changes, or if this information is routed to a human resources representative for review and processing. If you’ve implemented Benefits Administration, users can review and select new benefits all within a single sitting and without involving the human resources administrator.
•Capability to permit an employee to make changes in levels of coverage that are consistent with the gain or loss of coverage eligibility. With this security, companies can control employee access, but still reap the cost savings by offering employee self-service benefits registration and maintenance year round.
•Ability to associate certification questionnaires with certain dependent relationships or with certain plan types. Certificates are built using the Certification Definition page. Implement certifications using either Event Rules or Dependent Relationships. This certificate, if assigned to a particular benefit plan or dependent relationship, appears in eBenefits self-service to the participant.
•Optional workflow to help manage self-reported dependent data.

PeopleSoft Cross-Product Enhancements Feature Overview

PeopleSoft Enterprise HRMS Cumulative Feature Overview

Cross-product enhancements are features and functionality that span multiple products within the PeopleSoft Enterprise HCM product family.

•To provide easier access to the self-service transactions, we’ve created the following home pages:

􀂃Payroll, Taxes, and Salary.

􀂃Stock Activity.

􀂃Training and Personal Development.

􀂃Interviews, Employee.

•Portal navigation, a more intuitive way to navigate around your HRMS application.

•Unique address format requirements of each country supported.

•Address functionality enables prompting and validating against any pre-defined list of valid addresses. The prompting and validation, along with which address fields this applies to, can be set up by country.

•Row Level Security for Department Managers automatically creates a row security permission list for each department manager, providing managers with access to each department (including sub-departments) assigned to the manager. The process updates existing manager permission lists and removes the manager permission lists of employees no longer in a managerial position. You can create large numbers of users based on group membership. You can create user IDs for immediate use or lock them until they’re needed.

•Flexibility in Full Time Equivalent (FTE) calculations. Expanded the number of decimal positions displayed and calculated in the FTE field to six improving precision in FTE and FTE-related calculations. Provide set of external, effective-dated rounding rules allowing definition at the company level for the preferred number of significant decimals for FTE calculations.

•Redesigned many HRMS pages to provide added support for users of PeopleSoft applications in conjunction with various assistive technologies (such as screen readers for the visually impaired). These changes greatly improve the usability of PeopleSoft Enterprise HRMS applications and substantially achieve the accessibility goals of Section 508 of the Rehabilitation Act (US federal legislation). Some of the changes include:

􀂃Standardized navigation links across applications.

􀂃Removal of options that are not relevant to the current user.

􀂃Expanded buttons to display complete labels.

􀂃Ensuring that all functional images have labels and/or mouse-over text and that the label effectively communicates the purpose of the image.

􀂃Ensuring that all grid columns have labels.

􀂃Changes to field tab order to improve data entry process, where possible.

•PeopleSoft HelpDesk for HR – 360° View provides a complete view of an employee's HRMS data. This PeopleSoft CRM application is set up and operated from CRM but extracts and displays data stored in PeopleSoft Enterprise HRMS.

•(FRA) Full Time Equivalent (FTE) enhancements extend to French-specific PAID FTE field.

•Enhancements to the NFC interface reporting capability, including:

􀂃Addition of many new PAR, Position, and Job Code fields required for Human Resources processing at the U.S. National Finance Center (NFC).

􀂃Ability to run regulatory edits online prior to data submission to the NFC for additional validation.

􀂃Import and workflow processes for NFC files—SINQ, PACT, and PMSO errors resulting from the NFC Personnel Edit Subsystem (PINE).

PeopleSoft Commmon Components Feature Overview

PeopleSoft Enterprise HRMS Cumulative Feature Overview

Common Components (sometimes referred to as Enterprise Components) are enterprise-wide features that enhance your ownership experience and help you run your business more efficiently and profitably. These represent functionality that spans multiple products within the PeopleSoft Enterprise HCM product family.

•Catalog Management built on the PeopleSoft technology platform replaces the Cohera Catalog Management System. Catalog Management offers a unique solution to catalog integration and is designed for organizations that want a web-based application to access, transform, and integrate structured content to meet their catalog management needs.

•Common Partner Registration allows an enterprise to share its PeopleSoft applications with outside parties, which reduces the enterprise's workload and streamlines its processes.

•Data Transformer introduces a new ETL utility to extract, transform and load data from remote or local data sources to a data source of your choice. This utility handles high volume data transfers and transformation processing.

•The Integration Services Repository (ISR) is a tool used by Application Development teams to document defined integration points delivered in PeopleSoft applications. The current version of the ISR is hosted on a standalone system where applications groups enter defined integration point information and is not delivered to customers. Customers can retrieve information and metadata details for PeopleSoft delivered defined integration points via PeopleSoft.com and Customer Connection.

•Synchronized code line for Integration Utilities consisting of Effective Date Utility, Full/Batch Publish Utility, Related Language Utility, Error Handling Utility, and Flat File Utility solutions.

•Credit Card Interface provides communication between PeopleSoft applications and a third party product for purposes of credit card authorization.

•Address Component enables the creation of new secondary pages for each country, including the address fields applicable to each.

•Core set of objects (fields, tables, work records, pages, and PeopleCode functions), as well as a recommended set of standard techniques and formulas, to support a common approach to defining and storing market rates and for converting currency throughout PeopleSoft applications.

•Data distribution functionality previously available in PeopleSoft 8.4 CRM is now a common component called Datasets, and is available for use by all product lines. Datasets comprise reusable criteria for the selection of data to filter data for a given purpose.

•Directory Interface previously available within the HRMS database has been converted to a common component available to all product lines.

•You can use the Maintain Catalog Partners component to register partners for Catalog Management.

•You can use Catalog Management categorization functionality to associate partner offerings to catalog offerings, and group them into enterprise catalog categories.

•You can use the Compare Version component to generate comparison reports for viewing and comparing changes between any two catalog versions where the partner’s offering data has already been transformed and loaded into the enterprise catalog.

•Run Summary feature enables you to view information related to the status of a particular Data Transformer extract, transform, and load process. Although the Process Monitor also provides information regarding a process run, the Run Summary feature offers a more granular view of the individual sub processes, such as chunks, that are not exposed in the Process Monitor.

•Alternate character handling is available for address fields.

•Effective dating is available for address fields, allowing users to enter new address information in advance or correct previous information “as of” a certain date.

•Address display box appears as a read-only box, not as an editable box.

•Publish utility creates the following related language messages:

􀂃One message in the base language table of the publishing system.

􀂃One message for each language in the related language tables for the base language table.

•FullSync Upgrade utility allows upgrading of fields between two PeopleSoft applications.

•Directory Interface enhancements offer ability to generate certain data that is persistent and can be used for historical auditing.

•Active Analytics Framework is a suite of tools comprising a closed-loop, decision-making system where specific business issues can be addressed. Business-intelligent applications or transactions can respond when conditions are met and specific actions are recommended.

􀂃The data library is a repository for information within the Active Analytics Framework. Each element in the data library is exposed by way of a term, which is a pointer to a unit of data within the PeopleSoft system. This data may reside in a relational database, or it may be derived at runtime. Active Analytics Framework includes components to define new terms in the data library and can automatically create terms for data elements in a component.
􀂃Business analysts and other functional users define policies with an intuitive user interface. Functional users can create policies that use data elements of various forms and shapes residing in different sources such as the transactional environment, data warehouses, legacy systems, and so on. Active Analytics Framework is triggered by the occurrence of events called trigger points, which in turn generate recommended actions based upon the evaluation of business policies. The combination of trigger point, conditions, and actions is known as a policy. Application developers and functional business analysts use a wizard-like interface to build, manage, and associate trigger points to policies.

􀂃Extensible framework supports the definition and execution of consequent actions. PeopleSoft delivers a built-in action type for displaying alerts to the user. Application developers can create customized action types within product lines to accommodate their functional needs.

•Interactive reports utilize Business Analysis Modeler, a calculation and analysis tool used by various PeopleSoft applications, to calculate and present multi-dimensional data to the user. Interactive reports offer a method of embedding analytic functionality in all PeopleSoft applications.

•Delivered set of Navigation Collection portal utilities including the Navigation Collections component, Navigation Collection system and registry defaults, and Portal utility batch processes. Navigation Collections enable you to create custom navigation pages for specific user roles, departments, or logical groupings of work. Instead of having users traverse through a list of menu items to locate the content that they are looking for, you can simply create collections of useful links tailored to their needs. You can deploy these groupings of links to portal content to different users or groups of users, providing navigation that is tailored to a specific role or business process.

•Pagelet Wizard simplifies this process by enabling you to create pagelets quickly and easily via the web. This tool is powerful in that it can access a variety of data sources and enables deep customization of the way in which data from these data sources is presented, with no coding required.

•Setup Manager reduces the manual effort of identifying the application setup required to support your implementation, easing your implementation effort through the use of setup task lists that identify the setup components that must be configured with your application.

•A common document generation solution used throughout the PeopleSoft Enterprise HCM suite that leverages Oracle’s XML Publisher technology.

•Vastly improved functionality to automatically trigger workflow notifications to inform the next approver in the process of work waiting. User-friendly, configurable, easily maintained and upgraded, and consistent across all adopting HCM applications through the use of the Approval Workflow Engine.

•Utilizing the Approval Workflow Engine, users have the ability to authorize other users to perform managerial tasks on their behalf by delegating authority to initiate or approve managerial transactions.

PeopleSoft Benefits Administration Cumulative Feature Overview

PeopleSoft Enterprise HRMS Cumulative Feature Overview

Benefits Administration

•To help organizations that must inform benefit providers and suppliers about employee plan changes, eBenX offers a solution to make this process easy, and it is available to PeopleSoft customers using Base Benefits or Benefits Administration. Integrating with eBenX enables companies to use eBenX’s benefits data management and distribution services to distribute benefit enrollment data to their benefit providers.

•Significant changes to improve overall performance of key transactions. These key transactions now operate in deferred processing mode, enabling you to enter data quickly and efficiently without losing any keystrokes or waiting for processing.

•BAS Election Entry pages have been redesigned to facilitate more rapid keyboard-only entry of employee enrollments by presenting the available plan choices as a continuous long page rather than plan-by-plan. We also enable you to defer the enrollment of dependents and beneficiaries until after the employee’s choices have been entered.

•When employees change their marital status or add a dependent using the Life Events transaction, the system generates a trigger.

•(CAN) Canadian employees can elect to have excess credits rolled over to Canadian FSA plan types 65 and 66. If an employee chooses to have excess credits applied to an FSA plan type, but isn’t enrolled in an FSA plan, the system will create an enrollment for the employee with a contribution amount equal to the excess credits.

•(CAN) Administrators can use the new Excess Credit Table to define which plan types and deduction tax classifications they want the system to use to calculate excess credit amounts.

•(CAN) When Pre-Enter is selected on the Event Class table, the Election Entry page and the eBenefits FSA Enrollment page will display the amount of the excess credit.

•(CAN) When the new Include Canadian Sales Tax on Form check box on the Benefit Program page is selected, the Canadian Sales tax amount displays on the eBenefits Enrollment Summary page.

•Capability to permit an employee to make changes in levels of coverage that are consistent with the gain or loss of coverage eligibility. With this security, companies can control employee access, but still reap the cost savings by offering employee self-service benefits registration and maintenance year round.

•Event Rules table has been enhanced. Using the Electable Options group box, you can now define coverage controls.

•Ability to define how to process FSA pledge changes. Use the Allowable FSA Pledge Changes field on the Event Rules page to indicate whether an increase or decrease to FSA pledges is allowed.

•Added fields to track Medicare entitlements and enrollments and fields added to the eligibility tables.

•Configured to allow overage dependents to remain covered in plans until policy says they are no longer eligible. Provisions for events to maintain dependents and coverage when employees are migrated from one plan to another.

PeopleSoft Absence Management Cumulative Feature Overview
PeopleSoft Enterprise HRMS Cumulative Feature Overview

Absence Management

•Employees can submit a time-off request with a minimum of clicks. The user interface displays only the required amount of information needed to submit the request and is tailored to each kind of absence.

•Absence Request History page displays a list of the employee’s absence requests for a specific default range of dates that the employee can change and refresh the list.

•Employees can easily view their current absence entitlement balances.

•Employees can click the Forecast Balance link that appears on employee self-service pages to calculate projected absence entitlement balances as of a future date.

•Managers can easily submit a request to take time off on behalf of one of their employees.

•Managers can easily view their employees’ current or projected absence entitlement balances.

•Managers can easily call up a list of all absence requests that are awaiting approval (pending), approved, or denied.

•Manager can use the Request Details page to approve, deny, or push an absence request back to the previous step in the approval process. Manager can forecast the employee’s absence balance to verify eligibility for the type of absence requested.

•Highly configurable absence accrual functionality.

•Highly configurable absence consumption and eligibility functionality, or absence takes.

•Ability to change the terms viewed in self-service pages so that they can better match local needs.

•Two types of integration to Payroll for North America, either directly or through Time and Labor.

•Ability to export computed absence results (by employee and pay period) for actual payment with your third party payroll system. On top of the Payroll Interface regular setup only a minimum amount of setup is required to map absence payment codes to existing payroll interface codes.

•Enhanced shared scheduling components including employee self-service view monthly schedule, self-service scheduling pages for managers and employees, streamlined approach to building work schedules, ability to create personalized schedules for individual employees, and rotating schedules.

You can process absences outside of the normal processing cycle (off-cycle).

•Enhanced administrator reporting and inquiry tools including payee messages report and administrator review of absence results.

•Ability to view absence entitlement balances and enter absences from the Time and Labor Timesheet page. Users can report and approve absences using the Timesheet page, thus facilitating absence entry and validation within Time and Labor.

•Enhanced integration with Time and Labor, including absence entries on timesheets, absence approvals, and consideration of absence data.

•Improved dashboard to handle off-cycle/on-demand absence processing without cumbersome data entry pages.

•Enhanced Approval Framework features for the absence approval process, improved user experience for creating, running, and managing the approval processes.

•Delegation to authorize another person to serve as his or her representative when working with absence self-service transactions.

Enterprise Learning Management 9.1
Leading organizations implement talent management best practices designed to ensure that their employees have the skills and competencies required to meet corporate objectives. Ensuring that all employees have access to the training tools needed to improve their skills and meet those corporate goals is an integral part of learning. PeopleSoft Enterprise Learning Management 9.1 provides you with the ability to ensure that your employees are at maximum competency, thereby increasing your organization’s productivity and profitability.
PeopleSoft HCM 8.9/9.0 users can use the powerful learning management functionality of Enterprise Learning Management 9.1 immediately. You simply install a separate instance of the Enterprise Learning Management 9.1 application and enable the existing connectivity options with your already installed Human Resources application.

PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration for eCompensation Manager Desktop
Appropriately compensating your employees is vital to maintaining the optimal talent within your organization.
PeopleSoft’s eCompensation Manager Desktop enables managers to administer compensation programs for workers, either individually or by configured groups, through compensation planning, processing, and allocation while also allowing managers to provide a view of compensation history to their workers.
Cycle-driven processing of multiple pay components is used for compensation planning, processing, and allocation. With integration to performance, you can easily calculate target compensation based on workers’ performance.
The eCompensation Manager Desktop Integration enables you to leverage new 9.1 features. Manager Self-Service has new manager transactions for planning and allocation and a manager alerts page with a compensation dashboard. Enhancements allow for integration to performance ratings and the ability to allocate various components of pay including stock and variable pay. Transactional metrics assist you in the decision making process. Usability is also significantly improved.

PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration for Recruiting Solutions
Recruiting good talent is a key function in maintaining your current workforce, supplying successors, and growing new initiatives. In today’s business environment, recruiting, like most other key organizational functions, faces the challenge of improving efficiency without compromising quality. As workforce dynamics continue to fluctuate, recruiters and hiring managers need to rapidly identify the top candidates for their positions and engage them quickly.

The Recruiting Solutions Integration is planned to enable you to leverage new 9.1 features such as online job offers, screening and questionnaire enhancements, and better usability.

PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration for Career and Succession Planning
PeopleSoft’s Plan Careers 9.1 business process in Human Resources ensures that your organization uses employee talents to their fullest. Career planning enables you to assess and rank workers, record job preferences, create career paths, develop long-term goals, assign mentors, identify competencies, devise training plans, and create development plans.

Succession planning is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. The process anticipates the future needs of the organization and assists in finding, assessing, and developing the human capital necessary to successfully carry out the organization’s strategy. PeopleSoft’s Plan Careers and Successions 9.1 enables your organization to develop multiple succession plans and to react to expected future talent shortages.

The Career and Succession Planning Integration enables you to leverage new 9.1 features. Career Planning now includes employee and manager self-service access, a graphical view for career paths, and customer resume creation. Succession Planning now includes succession plans for both job codes and people, integrated search match capabilities, talent pools, 9-Box ratings feature, and self-service succession 360º graphical view with drag and drop capabilities.

PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration for ePerformance
Performance management, the process of setting employee goals, identifying individual development targets, and assessing progress toward achieving those objectives, continues to be a critical foundational element of a solid talent management strategy.
The ePerformance Integration allows you to leverage new 9.1 features including the ability to create and publish business objectives, display objectives in an organization chart view, link individual goals to business objectives, and all with better usability.

Why a Single Application Model is Better
The PeopleSoft-to-PeopleSoft approach when using PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations provides many benefits.

Consistent Employee Information
When you view or access your employee information, you want it to always look and function the same. Third party systems might display or manipulate your employee information differently than your PeopleSoft HCM system currently does, and that could impact overall usability. With

Oracle White Paper— PeopleSoft Talent Management and HCM Integration Packs
our PeopleSoft-to-PeopleSoft approach to Talent Management, your employee information remains consistent across all applications.

Integrated Security
Security of your valuable data is vital in today’s business environment. Because the HCM 9.0/8.9 and Talent Management 9.1 applications share a common and integrated security strategy, maintenance of your security is eased and tighter security of your data ensured.

Maintaining Users and Roles
Granting your employees access to the appropriate applications and pages within those applications is easily handled in PeopleSoft applications through the assignment of users and roles. If you were to use a third party solution for your talent needs, you would have to maintain such access controls in two places, thereby increasing your workload and increasing the likelihood of out of synch access across the systems. Having a single application user and role structure minimizes your maintenance workload and ensures consistent application access across your entire system.

Quality User Experience
Oracle has dedicated much of their recent development efforts to increasing the usability of our applications. As you know, a quality user experience results in increased productivity, happier employees, and reduced support costs.

Standard Application Menus
Part of your organization’s overall productivity includes as much standardization of menus, navigational structure and navigational steps as possible. PeopleSoft’s common navigation approach across all of our applications ensures that your employees will not be slowed down by constantly encountering unfamiliar navigational patterns to the important application pages they need to get their work done.

Consolidated Related Content
Since you’ll be managing your core HCM functions and your Talent Management functions with identical technology, the related content across databases can be consolidated and used in all applications.

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